Human Resource Evaluation in Hotel Units

In conclusion, the discussion above shows how the Human Resource Management department of Four Seasons Hotels and Resorts functions. Using different employment strategies, it has been able to warranty the most remarkable workforces in the industry hospitality (Cascio, 2018). Regardless of the unavoidable gaps that exist in every organization concerning the aspect of human resource, the company has relieved the competency gaps that exist among the employees to an impressive level due to their commitment to applying well-planned human resource

• Associates (Employees) Risk If Ionian Hotel Enterprises S.A. cannot attract and retain talented associates then business could suffer. Ionian Hotel Enterprises S.A. compete with other companies both within and outside of industry for talented personnel. If unable to recruit, train, develop, and retain sufficient numbers of talented associates, hotel could experience increased associate turnover, decreased guest satisfaction, low morale, inefficiency, or internal control failures, Insufficient numbers of talented associate could also limit the ability to grow and expand

They also help us to eliminate the language barriers by providing French lessons / conversations – and provide us with the French Cooking Lesson.

I will be evaluating the guest services department at the Hilton Garden Inn in Charlotte, NC. The hotel is part of a much larger Hilton family that is quite successful, but this particular property is suffering from lower guest satisfaction scores, several recent management changes and the resulting low employee morale. The new guest services manager expects that once the new management both in guest services and the hotel overall gets settled, the low morale and slipping guest satisfaction scores can be assuaged by using specialized customer service training. This analysis will follow the progress of the Guest Services Team

Department of Tourism Management, Greek Open University, and Department of Business Administration, Athens Technological Institution, Athens, Greece

Human resources management has become a critical influence factor to the development of contemporary hospitality industry. In accordance with Enz (2009), human resource management issues are the thorniest problem to hospitality managers throughout the worldwide hospitality industry. It is recorded that the turnover rate for this industry is normally from 60% to 300%,(Lee & Way, 2010).Against this background, challenges caused by the high staffing turnover rate are difficult problems in hospitality HRM. In this essay I will focus on three main challenges that are link with high turnover rate: shortage of experienced staff, low morale and productively, and high turnover cost, and then, explanation of a strategic human resource management approach which can be an effective solution to those challenges. At the last part of this essay two aspects of a human resource manager’s role would be described and explain how does the strategic human resource management approach and those human resource manager’s role relate with this three challenges.

Given the disadvantages outlined in the above previous paragraphs the resort and spa sector needs to consider strategies to increase employee engagement and reduce employee turnover. One such strategy as quoted in Murphy (2007) is Baskrsky (1996) concept called total quality management. The first principle of this approach is “to agree on the requirements of both guests (external customers) and staff (internal customers)”. To overcome the problems with poor employee relations the total quality management approach views both groups as symbiotic. The principles of this method of people management include; a culture of continual improvement, value adding at every level, creativity through development are encouraged and finally proactive not reactive to business problems. This viewpoint is significant to developing a good human resources strategy and should be considered for any hospitality business.

Melissa- Kikizas is one of the two biggest pasta production companies in Greece .The most important departments in the company are the mill , the production department and the quality control department. Through the years the company has an even more distinct human resources department . It seems that Melissa – Kikizas is trying to invest on the personnel by applying practices regarding the human resource management . According to Schuler (1984) the key HRM practices include : staffing ,appraising, compensation ,training and development. These practices will be discussed in the following paragraphs.

Human resource management provides way through which people can be managed within the organization. It is being considered as one of the most important function for any company (Bernardin and et. al., 2011). This is because, it is with the help of the given concept only an effective management of individual can be carried out within enterprise. In addition to this, given department has the basic function of carrying out the recruitment, selection and training and development of the employees. For the given report Qbic hotel is selected. It is small but rapidly growing hotel that operates its function in London City. It has its first branch situated in financial business centre of Amsterdam and in the year 2013 hotel had opened its second branch of Qbic in London City in Whitechapel.. The report will depict about the role that human resource department plays in achieving and raising the effectiveness of the organization. In addition to this, the study will also showcases the way through which HR related strategies and practices that can be developed by manager of Qbic hotel with an aim to ensure the success of its organization in the specific market. Further, the report will also showcase upon the way through which an effective framework for strategic human resource management can be framed by the organization.

With the hotel attractive atmosphere, a sophisticated design, is expected to make money, then it is invested, in order for this to happen the manager needs to lead their employees to maximize the potential their business may have.

Hotel industry Gurus are already thinking of ways to attract and retain qualified workers by increasing the pay scales and by reducing the long working hours. The top management is now devising constructive methods that will retain the existing workers by sponsoring education and creating attractive

1. Human Resource in the Hospitality Industry. 2. Link of Training and Development with Human Resource. 3. Emerging Trends in the field of Training and Development.

Today we realize that organizations can fulfill the needs of the customers by providing then appropriate products and services and all this is possible only when the Human Resource of the company is taken case of. The Human resource

A standout amongst the best associations in the tourism industry is the "hotel", which is the principle dialog of the present exploration. Hotel chiefs assume the most essential part and obligation to the having so as to flourish of the hotel, the learning of how dealing with their human resources, or employees. In hotels, employees assume the most imperative part in light of the fact that the majority of the critical errands there are finished by the employees as these individuals are in direct connection with the visitors, so they can leave viable effects on the clients. No association can accomplish its objectives and goals, without individuals, Drucker, 1999 referred to in Jordan, (nd, p.3), states that "employees are viewed as a vital data for the generation of merchandise and conveyance of administrations" (Alawi, 2005, p. 225). So now this can be expressed that human resource administration is exceptionally fundamental because of the effects and parts that employees leave on the execution and accomplishment of the association. Mihaela, Daniela and Ionel,(2006, p. 54) contend that "human resource administration is the whole arrangement of exercises that spotlights on

A) The Human Resource (HR) unit has a challenge to allocate the older employees in suitable positions that is beneficial for both the hotel and the aging workforce. The HR unit also has to ensure that the hotel would maintain a good image and increases their productivity. There is also a need for the HR unit to create a supportive culture for the older workers in order to manage such diverse workforce.